This website uses cookies to ensure you have the best experience. Learn more

Human Resource Management And People Centered Business

1078 words - 5 pages

It is often said that “people” make an organization what it is. It is for this reason that we have seen increased focus on human resource management, with organizations working hard to be more people-centric. Over the years Human Resource Management has emerged as one of the most challenging aspect of governance for organizations. The change in the social, cultural and economic scenarios, emergence of the global organizations and new service models have resulted in several changes in the nature of the workforce, raising new challenges in human resource management.
It was in the early 1960’s that Peter Drucker introduced the terms ‘knowledge work’ and ‘knowledge worker’ (Drucker, 1993). What was considered as radical in the 1960s has become a reality of economic relevance in the twenty first century. Globally, knowledge assets have emerged as the most important contributor to economic development and competitive advantage (Malhotra 2003). This has resulted in a workforce that comprises knowledge workers with specific skills and very different needs from that of the traditional workforce. Knowledge work is predominantly complex and ambiguous. Being more knowledge intensive, knowledge work requires different skills and mental orientation. Thus, knowledge workers are employed for their ability to think for themselves and their work involves a high degree of autonomy. Qualitatively knowledge worker are very different from less-skilled workers, and even though they may be much less in numbers, they need to be treated differently. Different HRM practices are needed for the knowledge workforce: they have to be more performance-support or performance-facilitation oriented for the knowledge workers than performance-management oriented (Wicker and Andrews, 2004). Moreover, since knowledge workers come at a premium organizations find it economically difficult to hire more than a handful of better equipped people and hence have to manage their knowledge workers for greater productivity (Drucker, 2002; Whicker and Andrews, 2004).
Another change witnessed in the last two decades has been the virtualization of organizations. The global nature of operations aided by developments in information and communications technologies, have resulted in new business models which are more collaborative and open; and often may be more geographically wide spread and virtual. According to Jeyavelu (2003) virtualness of organizations has resulted in the several important changes in business models: works places have become more collaborative and virtual and global business environment have has become borderless requiring a global workforce. Moreover, empowerment and awareness has resulted in a workforce that is extremely technology savvy, realizes the importance of knowledge and works to live, not lives to work!! (Accenture Report, 2013) The resulting scenario raises fresh challenges for the organizations. Management and development of virtual alliances require the...

Find Another Essay On Human Resource Management and People Centered Business

Human Resource Management and Traditional Personnel Management

4899 words - 20 pages Management began with an investigation of current models for Human Resource Management that led to detection of a few gaps in information regarding the models for Human Resource Management and various business processes. Within business literature Human Resource Management models were created by Storey (1994), Legge (1995) and Tyson (1995). Legge demonstrated models for Human Resource Management similar to personnel management models, who described a

Human Resource Management and Traditional Personnel Management

4570 words - 18 pages the firm considers its human resource issues at both a HRM and TPM level. Policies that are introduced will be consistent with the strategy being followed and, in addition, every effort will be made to ensure consistency at the TPM level to ensure that these policies could be implemented.In many firms personnel management is seen as little more than employee record keeper and the people side of the organisation is rarely considered strategically

Human resource management and Personnel management

1970 words - 8 pages Descriptive-behavioral modelGuest (1990a)--'big hat, no cattle'"Lack of influence with senior management""Out of touch with business""Promising more than they deliver""It has some way to go before it is really part of management"B.What is Human resource management?The concept of HRM has gone through three stages:1. The initial concepts developed by American writers in the 1980s.2. The comments take-up by British writers in the late 1980s and

Human Resource Management and Total Quality Management

2793 words - 11 pages perceived as a long-term and comprehensive objective of the entire organization - communicated and integrated across all organizational functions. Nevertheless, he claims that HRM (Human Resource Management) department has sufficient contribution in developing quality through the company. If the HRM department fails to recognize its role and act properly in the TQM implementation, this may hinder the other departments from effectively fulfill their

Human Resource Management Roles and Responsibilities

1080 words - 4 pages . Resource managers must speak the language of business and illustrate the value of human resource management programs in dollars and cents.Recruiting can be defined as seeking the right people for the right job. Two factors influence recruitment:·expected staff supply and demand·human resource management policies and practices.Human resource management policies and practices may influence the recruitment process, in that people may

Human Resource Management And The Global Marketplace

1598 words - 6 pages challenging, more volatile, and subject to rapid change and surprise. What we are witnessing within Human Resource Management (HRM) is the rapid appreciation for and development of all aspects of global activities and issues connected to HRM. The importance of managing people effectively in the global market is so great, that many companies are devoting a great deal of time and attention to the subject. Here is what I view to be the most important

Human Resource Management and Health Care

1451 words - 6 pages I. Introduction Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011

Project Management and Human Resource Managment

1482 words - 6 pages genuinely recognized and integrated into the organization. Consequently, line managers should 'accept their responsibility to practice human resource management although they may use specialist resources to assist in policy development, problem solving, training and the like' (Guest 1987: 512). Legge ( 1989), in her review of US and UK models of HRM, concluded that HRM is 'vested in line management as business managers responsible for

Strategic and Operational Human Resource Management

2665 words - 11 pages improve the performance and efficiency of the organization and benefit the organization in various aspects in relation to growth and competitive advantages. Fundamental changes were afoot in the world economy by the end of the twentieth century. Human resource management and its functions have been effected by changing of business environment. These changes greatly affected business and caused a series of human resourcing problems,such as

Human Resource Management And Pirelli General

2433 words - 10 pages model and Guest's recruitment and man power flow model in Pirelli Generals recruitment model, keeping in mind that the company has also implemented functional flexibility in their policies. According to Harvard model, human resource flow concerns the managing the flow of people into, through and out of the organization. This means making decisions on recruitment and selection, promotion, termination of employment and related issues. Managers and

Trends and Challenges in Human Resource Management

2915 words - 12 pages accountable for the decisions they make regarding hiring top notch talent. Talent management will become the focus of human resources and human resource issues will be measured as a part of the business plan. Human resource managers will also be more significant in developing leadership for an organization.There will also be two career paths leading to human resources which are human resource delivery and compliance issues while the other will be

Similar Essays

Human Resource Management "Working With People And In Teams."

1295 words - 5 pages short-listed and invited for an interview for a post in which they were not qualified in doing. This would also waste a lot of valuable time. A way around this problem is to check up on the applicant to make sure they have the grades they stated in their CV or application form.Another problem is that a person may have all the sufficient grades and qualifications for the job, but may not be good in terms with people relations i.e. team-working. This

Critical Analysis Of Different Human Resource Management Models And Biggest Challenges Faced By Managers In Managing People Today

5078 words - 20 pages Resource Information System professional over the next decade. It further elaborates on the principal challenges faced by managers in managing people today. The paper concludes with a debate on the authority of Human Resource models, which further displays the disagreeing points of view in this multifaceted and multidisciplinary field.INTRODUCTIONThe notion of human resource management has engrossed substantial consideration over the last two decades

Human Resource Management In Business Essay

3046 words - 12 pages Human Resource Management in Business Abstract Human Resource Management (HRM) is no longer a personnel office that is simply a record-keeping and maintenance function. Huselid (1995) points out that there is a positive correlation that has developed between HRM as a strategic ally and company performance. HRM research has grown from an atheoretical origin to view organizational activities from an interdisciplinary perspective (Jennings

Strategic Management And Strategic Human Resource Management

3306 words - 13 pages , the focus is on addressing and solving problems that effect people management programs in the long run. Therefore the primary goal of strategic human resources is to increase employee productivity by focusing on business obstacles that occur outside of human resources.From the above we can see that strategic human resource management is now coming to play a very important role in today's business world. Strategic human resource management is all